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HR Helpline callers ask about
. . . preventing workplace violence
Pam Holleman, our HR
Information Manager, shares some of your recent questions on the
subject of preventing and responding to workplace
violence:
- What are some steps
I can follow as an employer to set up a
process to prevent
workplace violence and theft?
- What are some
behaviors I should watch for regarding potential
workplace
violence? Read
Pam's answers -
Don't miss our April
workplace violence seminar!
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Immigration Update: Social
Security No-Match Rules Are Still Murky
Last August,
the U.S. Department of Homeland Security (DHS) finalized its rules
advising employers how to handle the receipt of the often confusing
“Social Security No-Match Letters.” Under the rules, employers
could follow a detailed, step-by-step, verification procedure that
would entitle the employer to a “safe harbor” defense to any claims
made by DHS that the employer possessed “constructive knowledge”
that the employee was unauthorized to work in the United
States. These new rules were highly relevant because where an
employer has “actual” or “constructive knowledge” that the
employee is unauthorized to work in the U.S., the employer and
certain managers may be liable for civil and/or criminal penalties
if the employer continues to allow the employee to work.
Caution: Increased Penalties for
Immigration Violations
Effective March 27, the
Department of Homeland Security increased penalties levied on
employers for various employment-related immigration violations by
approximately 25% in order to keep up with rising inflation. Some
examples of the new penalties are as follows:
- first violation for knowing
employment of an unauthorized alien, $375 (previously $275)
- first violation maximum penalty,
$3,200 (previously $2,200)
- multiple violations maximum penalty,
$16,000 (previously $11,000)
Read
more from Fisher & Phillips LLP
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In the
courts -
Employee Benefits
Update
from Jeff Risch, Wessels
& Pautch, PC
RELIEF FOR EMPLOYERS OFFERING RETIREE
HEALTH BENEFITS
With the ever-increasing cost of health
insurance, it has become less and less common for employers to offer
coverage to employees after they retire. The employers that do
offer and maintain health insurance coverage to retirees have not
had the benefit of clear guidance as to whether they can reduce the
level of coverage offered once retiree participants become eligible
for Medicare. While some employers nevertheless proceeded in
implementing Medicare carve-out plans, which coordinate benefits to
supplement Medicare, they were vulnerable to allegations of age
discrimination made by retiree participants.
The Equal
Employment Opportunity Commission (EEOC) issued proposed regulations
approximately four years ago in response to the decision of the
Third Circuit Court of Appeals in Erie County Retirees Association
v. County of Erie. In its decision, the Third Circuit had
determined that the Age Discrimination in Employment Act (ADEA)
required that health benefits offered to all retiree participants
had to be the same, or cost employers the same, for all retiree
participants regardless of eligibility for Medicare. For once,
organized labor, employer groups and health care plan sponsors were
all in agreement that complying with the ruling of the Third Circuit
would force employers and unions to reduce or eliminate retiree
health benefits. continued
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US Department of Commerce to
hold National Summit on America's Competitiveness in
Chicago
The 2008 National Summit on American
Competitiveness will convene the nation’s premier leaders of
business, government and academia to discuss steps the public and
private sectors can take to secure America’s position as the most
competitive economy in the 21st century and beyond. The Illinois
Chamber, Chicagoland Chamber, IMA and IRMA encourage you to join
host Carlos M. Gutierrez, US Secretary of Commerce, in Chicago on
May 22. For more information, go to www.americancompetitiveness.com.
Did You Know?
- Searching for a way
to reward your employees? 61.6% of organizations reported giving
bonuses.
- Flu season has hit
hard this year. On average, non-exempt employees receive 7.1
sick days a year.
- Sharpen your #2
pencils. Tuition reimbursements were offered by 85.8%
of
survey participants.
- 73.2% of companies
reported offering some form of childcare assistance. The most
common type of assistance was a flexible spending account.
Information is from Compensation Data 2007-
Illinois. To order, or for more information, contact
Compdata Surveys at 1-800-300-9570 or online at www.compdatasurveys.com.
Have you tried our new
online HR training yet?
The Illinois Chamber now offers online,
on-demand HR compliance training! We have made arrangements with
emTRAiN, the leading provider of online, on-demand human resources
compliance training, to provide you with an affordable, accessible
way to train your supervisors and managers consistently on key HR
topics.
Chamber members receive 20% off for
such outstanding courses as
- Preventing Harassment in the
Workplace
- EEO/Preventing Discrimination
- Lawful Terminations
- Fostering Diversity
- Disability
Discrimination
For more
information:
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Thursday, May 15
2008 Illinois Chamber Healthcare
Conference
Challenges | Reforms |
Innovations
for the
- Chicago
Marriott Downtown -
presenting sponsor:
UnitedHealthcare
Other Illinois
Chamber of Commerce HR Seminars
Supervisor
Training: Managing a 21st Century
Workforce
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Immigration Law
Seminar
Tues Apr 15 in
Willowbrook
Wed Apr 16 in
Chicago
Thurs Apr 17 in
Collinsville
8:30 am - 1:00
pm
Workplace
Violence Seminar
Tues Apr 22 -
Chicago
11:30 am - 1:30
pm
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Are your employment law practices and
mandatory posters current?
Rely on the Illinois Chamber
to help you stay up to date
and
in compliance!
Call
866.817.7865 or go
to
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In no event shall the
Illinois Chamber of Commerce and its related, affiliated and subsidiary
companies, be liable for any direct, indirect, special, incidental, or
consequential damages arising out of the use of its business services or
products including helplines. For our full disclaimer, go to www.ilchamber.org.
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